SUMMARY
The Senior HR Business Partner works with managers and executives to develop, drive, and fulfill short and long range human resources strategies that are aligned with the business and human resources department objectives. This role is responsible for the development, implementation, and administration of human resources programs, policies, processes, and procedures designed to attract, retain, motivate, and reward employees in alignment with the overall business strategy.
ESSENTIAL DUTIES AND RESPONSIBILITIES
✓ Empower with accountability: Own mistakes and practice continual learning. Foster autonomy and development.
✓ Trust each other: Practice collaboration and communicate in an honest and authentic way. Utilize differences to make us stronger.
✓ Inspire for change: Create enthusiasm for MAHLE’s future by establishing an environment that supports innovation and entrepreneurship.
✓ Lead by example: Make and keep commitments. Receive feedback before giving feedback.
Strive to create an inclusive environment in which employees are valued and respected.
Take ownership of talent management practices within your team. This includes, but is not limited to, diversity, equity and inclusion, learning and development, performance management, and succession planning.
Provide direction and leadership to managers regarding human resources policies and procedures, organizational development, compensation, benefits, and human potential management for all areas of responsibility.
Translate the company’s strategic and tactical business plans into meaningful human resources plans within areas of responsibility.
Establish credibility throughout the organization with management and all levels employees.
Provide leadership to the human resources department; maintain a strong, effective, and well-respected human resources department that is proactive and anticipatory.
Act as partner and trusted advisor to leaders of the organization. Provide input into business strategy and tactics with regard to people and talent.
Understand dynamics and key business priorities of client groups in order to coach business leaders on effectively managing and leading their organizations.
Provide coaching to employees, managers, and leadership, offering feedback and advice on issues such as: staffing, performance management, employee development, succession planning, organizational change, and employee relations.
Effective at communicating and facilitating implementation of policies, processes, and systems at all levels of the organization.
Provide project management oversight and/or co-lead/lead facilitation of key engagement, or other culture/process improvement initiatives.
Maintain knowledge of industry trends and employment legislation and ensures company's compliance. Maintain responsibility for compliance with federal, state, and local legislation pertaining to all employee matters. Provide guidance on legal issues related to employment law.
Advise, counsel, interpret, and administer policies/procedures to ensure consistent application and compliance.
Conduct investigations of employee relations issues, performance concerns, and policy violations and recommends countermeasures to resolve.
Plan, direct, and lead a team of Human Resource Generalists, Human Resource Administrators and/or Human Resource Interns to deliver solutions to multiple functions within the organization.
Responsible for preparing, planning and adhering to human resources departmental budget.
Ensure compliance in various company IATF, ISO, and ISMS standards, as well as supporting the location in lean projects and cost reduction strategies.
All other duties and projects as assigned
ADDITIONAL DUTIES - PLANT RESPONSIBILITIES
Prepare manpower plan and ensure best quality candidates are hired. Implement appropriate recruiting, screening, and selection methods. May manage staffing vendor(s) to ensure staffing level is met.
Develop, extract, and update key human resources metrics for facility including: absenteeism, turnover, recruitment costs. Demographic profiles, terminations, and skill shortages.
Conduct wage surveys for hourly roles to ensure an equitable compensation program is maintained.
ADDITIONAL DUTIES - UNIONIZED PLANT LOCATIONS
Act as administrator of the labor agreement and work rules, at all steps of the grievance procedure, including arbitration of labor disputes.
Coordinate labor relations activities with legal counsel. Train all levels of management and supervision on the application and interpretation of labor agreement.
Coordinate, develop, and ensure a sound labor relations program, serving as a lead representative with union officials pertaining to management's decisions regarding disciplinary actions, promotions, demotions, transfers, separations, layoffs, grievances, contract administration, and other related matters.
Serve on the negotiating team.
SUPERVISORY RESPONSIBILITIES
This position is responsible for supervising a team of Human Resources Generalists, Human Resources Administrators, and/or Human Resources Interns. In some locations, additional roles may report to this position.
QUALIFICATIONS
Bachelor’s degree in Human Resources Management, Business Administration, or related field from an accredited four-year college or university required
Minimum of 8+ years previous or related HR experience in a plant/manufacturing/production environment is required, demonstrated Human Resources leadership experience preferred
Excellent leadership and decision making skills required, ability to make difficult decisions and set the example for employees
Excellent planning and analytical skills required
Ability to manage multiple short and long-term projects with multiple work streams or departments to successful completion
Ability to identify and take the initiative to solve complex problems, work within deadlines with a high attention to detail, and to work independently in a fast paced, dynamic environment
Strong business acumen and the ability to influence and develop strong working relationships with all levels of employees, including human resources colleagues and senior level management and/or executives
Excellent written and verbal communication skills, including presentation delivery
Must have strong understanding of federal, state, and local employment laws
Advanced computer skills, especially in MS Office
HRIS experience is required, SAP experience preferred
Human resources certification preferred (PHR/SHRM)
Automotive industry experience preferred
Do you have any questions?
JORDAN.TAYLOR@MAHLE.COM
